Emotive Work

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07/04/2026

When it comes to building a resilient culture, it comes down to two key things: skills and intention.

Many believe that resilience is something you only find in hard times. And that culture is something you can simply opt in or out of. Neither is true. A truly resilient culture is built on purpose, proactively and with the right foundations in place.

Most leaders spend time managing behaviours without asking why they showed up in the first place. But behaviours are the result of something deeper. This is where the Emotive Work method comes in.

So if you want to create change that actually sticks and change that brings out the best in your people, it doesn’t start with what you see. It starts within.

We have done a remarkable job of raising awareness around mental health and wellbeing at work. Campaigns, conversations,...
01/04/2026

We have done a remarkable job of raising awareness around mental health and wellbeing at work. Campaigns, conversations, check ins. People are becoming more aware than ever.

But awareness without capability creates a different problem. People who see the signs but don’t know what to do with them. Leaders who want to help their people but hold back. Cultures where care exists but confidence doesn’t.

When this happens, the gap isn’t awareness anymore. It’s skill. Building skill in individuals and teams is what creates genuine capability in your business and supports your people in clear, practical and pragmatic ways. And that’s exactly what we do at Emotive Work.

30/03/2026

Have you ever noticed someone struggling and wanted to reach out, but held back because you weren’t sure what you would do if what they shared was bigger than you could handle?

You’re not alone. Most people feel exactly that way.

It doesn’t just happen in moments of crisis either. It’s the person who arrives to work not quite looking themselves. The conversation in the break room, filled with laughter, that includes a comment that quietly unsettles you. The colleague on a call who shares something that concerns you and you aren’t sure where to take it.

These moments are everywhere. And it isn’t that you don’t care or aren’t aware. It’s that most of us were never given the skills to know what to do next.

Most of us have been part of a reactive team at some point, or maybe you are right now. You know the feeling. The silenc...
25/03/2026

Most of us have been part of a reactive team at some point, or maybe you are right now. You know the feeling. The silence when things get hard. The finger pointing when something goes wrong. The anxiety that spreads through a room when pressure arrives.

It doesn’t mean the people are bad. It just means the skills aren’t there yet.

What separates a reactive team from a resilient one isn’t talent or effort. It’s whether the team know how to regulate and respond, rather than dysregulate and react, when pressure hits. That’s a skill. And like any skill, it can be built.

PersonalGrowth

23/03/2026

Most workplace cultures are built on individual merit. Your performance. Your results. Your capability. And there is nothing wrong with that, until pressure arrives and everyone retreats to their own corner, their own mechanism, their own needs.

In a culture of resilience, we understand something different. That we are only as strong as those around us. That shared language, connection and the ability to move through hard moments together matters as much as individual capability.

Resilient teams aren’t built on talent alone. They are built on trust, regulation and a willingness to show up for each other when things get hard.

I post a lot of my content on LinkedIn, but not always here. So bringing some workshop celebrations to the grid.Two days...
23/03/2026

I post a lot of my content on LinkedIn, but not always here. So bringing some workshop celebrations to the grid.

Two days. 20 Senior Leaders. A lot of laughter (!!) and some really powerful moments in between. Congratulations to the team from who are now officially Resilience First Aid certified. 🎉

This cohort reminded me why workshops like this matter. When senior leaders are willing to be real with each other – to share stories, sit with hard topics, and still find humour in the room – something genuinely shifts. And their teams and their community are only going to benefit.

That’s the magic of RFA. It’s not just skills training. It’s permission to be human at work. 👏🏻

Most people believe resilience happens by chance. That some people just have it and others don’t. That you either come o...
18/03/2026

Most people believe resilience happens by chance. That some people just have it and others don’t. That you either come out the other side stronger or you don’t.

But what if resilience wasn’t left to chance at all? What if there was a system that allowed you to develop it deliberately, as a skill, across every area of your life? That’s exactly what the PR6 from offers. Six domains, each with a set of skills you can learn, practise and strengthen over time, and together they form a complete picture of what it means to be skilled with resilience.

Swipe through for a quick overview of what each domain is about.

16/03/2026

For many people, when I use the word resilience, it comes attached to a set of assumptions. Being tough. Doing hard things. Getting up after being knocked down. Learning it in the difficult moments of life.

But what if I said that’s only half true?

Yes, you absolutely learn about your resilience skills during tough times, and you might even find a few new party tricks while you’re at it. But believing that resilience is only learned in those difficult moments is about as effective as believing that you can learn to run by doing a marathon. It doesn’t happen. Well certainly not with any ease.

Instead, resilience is a set of skills that can be taught in advance. And like running, the better your technique before the race, the more capable you are when things get tough.

We can talk about resilience and wellbeing all day. But if we don’t have the habits and practices to support it, it’s ju...
11/03/2026

We can talk about resilience and wellbeing all day. But if we don’t have the habits and practices to support it, it’s just noise.

Your body is an incredible system, constantly giving you data. When you learn to work with it rather than push through it, you start to understand yourself and navigate your days more effectively. That’s where resilience actually lives, not in the theory but in the practice.

This carousel is a simple two minute check in to start your day. It costs nothing. It just requires you to start within.

09/03/2026

Attention has quietly become one of the most valuable resources in modern work, well, life really. Notifications, urgency and meetings constantly pull us outward. Yet resilience starts inward.

When we know our state and can regulate it, we think more clearly, connect better and respond rather than react. That’s composure. And it’s something we can all build with practice.

A simple two minute mindfulness check in at the start of your day is enough to bring you back to yourself. Give it a try and see what shifts.

Credit where it’s due, I first learnt this technique from , who is well worth a follow if this resonates and you’re looking for more great practical advice from one of the best.

When it comes to wellbeing at work, I hear it all the time: “we have a wellbeing problem.”But the problem isn’t wellbein...
05/03/2026

When it comes to wellbeing at work, I hear it all the time: “we have a wellbeing problem.”

But the problem isn’t wellbeing itself. The issue is that we often treat it as a standalone problem to solve.

Wellbeing is the outcome. It reflects how people think, how regulated they are and how the system around them operates. If those things are misaligned, wellbeing will struggle regardless of the initiatives we introduce. It’s also deeply personal, which makes trying to “solve wellbeing” directly almost impossible.

Instead, I often look at this through three lenses in my work: belief, biology and behaviour. When those three fall out of sync, wellbeing starts to erode over time. In fact, most cultures do.

So if we want to improve wellbeing in a meaningful way, and increase the likelihood of people experiencing it at work, we need to stop building strategies for the symptoms and start working with the system that produces them in the first place.

03/03/2026

Wellbeing isn’t something you install.

It’s not a challenge, an app or a single initiative.

It’s how you feel at the end of the day. Your energy. Your clarity. Your capacity to respond well.

Those things don’t come from perks. They come from skills and a system that supports you.

Build the capacity. The feeling follows.

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